Northampton Borough Council

Disability Equality Scheme 2006 – 2009

If you would like a copy of this document in large print, Braille, audiotape or in a different language please contact 01604 837752 or 01604 837507 | Contents | Page | |-------------------------------------------------------------------------|------| | Foreword | 3 | | What is a Disability Equality Scheme | 4 | | Statutory Duties | 5 | | Social Model of Disability | 5 | | Achievements to Date | 6 | | Involvement of Disabled People | 7 | | Northampton Disabled Demography | 8 | | Working with Partners | 9 | | Corporate Priorities | 9 | | Monitoring, reviewing & publishing results | 10 | | Equality Standard for Local Government | 11 | | Implementation of the Disability Equality Scheme | 12 | | Action Plan | 13 |

1. **Foreword**

1.1. Under the Disability Discrimination Act 2005, there is a specific requirement for Northampton Borough Council to publish a Disability Equality Scheme. This scheme sets out a 3-year plan that Northampton Borough Council will be taking to make sure that disabled people have the same opportunities as everyone else.

1.2. We welcome Northampton Borough Council’s first Disability Equality Scheme and are committed to ensuring that we achieve disability equality in our service provision and in our responsibilities as an employer. This Scheme is in line with our total commitment to actively support and promote diversity and equality throughout the organisation and to work with our partners to promote diversity and equality across Northampton. This will be closely monitored, reviewed and adapted to ensure that we meet the needs of disabled people who have contact with Northampton Borough Council.

1.3. This document focuses on the actions that Northampton Borough Council is taking to make the environment more accessible, where possible removing physical barriers and making ‘reasonable adjustments’ in terms of buildings, service delivery and employment.

1.4. The Scheme outlines the key objectives how we intend to reinforce this commitment by achieving key objectives. It will be supported by the development of local service plans, which will be implemented from 2007 ensuring that everyone is fairly and equally treated with regard to race, gender, religion, colour, creed, sexuality, disability or any other determining aspects of peoples lives.

1.5. In recognition of the importance of effective inter cultural communication, which includes consideration of cultural practices, beliefs, lifestyles and appearance and the way in which all of these impact on the fairness of the system, the focus of Northampton Borough Council will be on Equality and Diversity.

1.6. Northampton Borough Council will shape its services to ensure that everyone connected with Northampton Borough Council in any capacity will be free from discrimination, prejudice and harassment. We will shape our services and organisation to focus on outcomes, rather than processes, putting the individual/s at the core of our functions.

1.7. The Disability Equality Scheme will be embedded into the day-to-day delivery of our services throughout the organisation. Northampton Borough Council is committed to Equality and Diversity and this scheme will be led by the Deputy Leader of the Council and Chief Executive who will be responsible for ensuring that it is implemented throughout the whole of the organisation.

Cllr David Palethorpe\
Deputy Leader of the Council

Mairi McLean\
Chief Executive 2. **What is a Disability Equality Scheme?**

2.1. A Disability Equality Scheme is a flexible framework that we can follow in order to meet our Disability Equality Duties. We are required to show the way in which disabled people have been involved in it’s development, the actions we will be taking to meet the Disability Equality Duty and where possible methods for assessing the impact of our policies and practices on equity for disabled, as well as arrangements for gathering information about performance in relation to disability equality.

2.2. Northampton Borough Council’s Disability Equality Scheme meets these requirements and contributes toward our aim of promoting good equalities practices across the Borough and ensures that we will strive to meet the needs of our disabled customers and employees. This Scheme sets out the framework within which Northampton Borough Council will promote equality for, and prevent discrimination against, disabled people as users of our services, as our employees and members of the community. It will enable Northampton Borough Council to:

- Meet the requirements of the Disability Discrimination Act and set out our plans to improve disability access to employment and services
- Make sure that we are taking the needs and views of disabled people into account when we design or deliver services, make access improvements or develop policies
- Continuously monitor and improve the ways in which we deliver services to disabled people
- Meet the principles of the Social Model of Disability
- Work in partnership with other organisations to promote disability equality and reduce discrimination in the wider community.

3. **Statutory Duties**

3.1. The Disability Discrimination Act 2005 imposes a number of specific statutory duties on the Council. These duties mean that we must, in carrying out all our functions, have due regard to the need to:

a) Eliminate unlawful discrimination

b) Eliminate unlawful harassment

c) Promote equality of opportunity between disabled people and other people

d) Take steps to take account of disabled people’s disabilities, even where that involves treating disabled people more favourably than other people.

e) Promote positive attitudes towards disabled people

f) Encourage disabled people to participate in public life

3.2. A core requirement of these duties is for Northampton Borough Council to:

- Prepare, publish and implement a Disability Equality Scheme
- Report annually on progress

4. **The social model of disability**

4.1. The Council acknowledges that disability is a consequence of barriers that prevent many people from full participation in society. This Scheme has been produced with regard to the *Social Model of Disability*.

4.2. Disability equality can mean different things to different people. Many disabled people consider that ‘disability’ arises from the interaction of people with impairments with excluding social, material and organisational barriers.

4.3. Without the social, material or organisational barriers, the impairment would still exist but the disability would not. The problem is not with the individual but the way that society reacts. 4.4. This is the social model of disability and is defined as:

“The recognition that primarily it is the loss or limitation of opportunities due to environmental and social barriers, that prevents people who have impairments from participating in society on an equal level with others.”

4.5. This model was developed in the early 1970s by disabled people, who used their personal experiences of discrimination to demonstrate that it is society’s failure to understand, rather than the actual impairment or disability that led to them, being socially excluded.

4.6. This Disability Equality Scheme clarifies Northampton Borough Council’s approach to eliminating disability discrimination. It is important that all employees across the Council implement the same approach and form a common understanding of this social model of disability. This Scheme outlines the work that will be needed to develop this common understanding and our approach to customer care and service provision.

4.7. We will ensure that all employees across the Council implement the same approach to form a common understanding of the Social Model. This Scheme and Action Plan outline the work that will be needed to develop this common understanding and our approach to customer care and service provision.

4.8. This Scheme also anticipates future disability legislation and recognises that our duties in this area are likely to expand.

5. Our Achievements to date

5.1. Northampton Borough Council has a positive track record of working with disabled people and representatives to improve service delivery and outcomes. Some of the key achievements are highlighted below:

a) Disabled people are consulted through Northampton Borough Council’s Disabled People’s Forum.

b) Northampton Borough Council has an Access Group. A key role of this group is to view Planning Applications; act as a group of consultees for involvement regarding issues of access for disabled people in the town.

c) Access Audit and access improvements to all our public buildings have been conducted. The Best Value Performance Indicator for this (BVPI 156) is 93% which is in the top quartile of performance.

d) Northampton Borough Council provides an advisory service with regard to Access issues internally as well as to external service providers. e) Northampton Borough Council Leisure Services were the first Authority in the East Midlands region to acquire Inclusive Fitness Initiative accreditation at Danes Camp Leisure Centre.

f) The refurbishment of the One Stop Shop in the Guildhall incorporated a number of access improvements including automatic doors, lowered counters and hearing loops.

6. Involvement of Disabled People

6.1. In developing this Scheme we have followed the guidance documents produced by the Disability Rights Commission in the Statutory Code of Practice on the Duty to Promote Disability Equality (www.drc-gb.org)

6.2. It is recognised that the involvement and participation of disabled people and employees is critical to the success of this Disability Equality Scheme and, therefore, this will be an ongoing activity.

6.3. In developing the Disability Equalities Scheme disabled people have been involved by:

- Steering group of disabled people who are members of Northampton Borough Council’s Disabled Peoples Forum and Access Group.

- Northampton Borough Council employees with disabilities have been meeting to progress the development of this Scheme.

- Steering group attended a meeting with representatives from Ability Northants (formerly Northamptonshire Council for the Disabled) and colleagues from Kettering and Wellingborough Borough Council to discuss shared issues and good practice in the development of the Action Plans.

- The draft scheme has been forwarded to all members of Disabled People’s Forum, Northampton Borough Council Access Group, Equalities Steering Group, Disability Equality Team, all Councillors, Senior Management Team, Managers and Team Leaders for comments.

6.4. It is intended that this process of involvement of disabled people will continue through any existing mechanisms and that we will also look at the ways in which we currently involve members of our community and assess whether there are ways in which we can engage disabled people more effectively. 7. Northampton Disability Demography

7.1. Department of Work & Pensions (DWP) advise that there is no standard measure or estimate of the numbers of disabled people. Equalities monitoring is not widely carried out in practice, therefore the data that is available should be viewed as indicative data only.

7.2. A key challenge for Northampton Borough Council is to establish the diverse needs of people who have different types and levels of disability. There is currently a lack of clarity in defining disability, which affects both the presentation and interpretation of statistical information. It is essential that Northampton Borough Council work with other agencies to develop a clearer and accurate picture of its local community. This will allow a baseline position to be established, whilst developing local performance targets.

7.2. The following national disability demographic information is available:

- Estimated 11 million disabled adults in the United Kingdom (1 in 5 of the total adult population) and 770,000 disabled children.
- Estimated spending capacity of £40 billion.
- 1 in 4 households have regular contact with a disabled person.
- 92% of disabled people live in their own homes.
- 8% born with a disability.
- More disabled women than men
- People often have more than one disability

7.3. Statistics from the Office of the Deputy Prime Minister (ODPM), or Department of Communities & Local Government (DCLG) suggest that it is widely accepted that 20% of the population have some form of disability as defined by the Disability Discrimination Act (2005). An assumption based on these figures would indicate that there are approximately 40,000 disabled people living in Northampton Borough:

| Type of disability | Number (millions) | |-----------------------------|-------------------| | Lifting and carrying | 7 | | Mobility | 6 | | Physical co-ordination | 5.6 | | Learning and understanding | 3.9 | | Seeing and hearing | 3.9 |

Source: OPDM

7.4. Northamptonshire Association for the Blind confirm that there are approximately 3,000 Registered Blind people within Northamptonshire. It is known that only 1 in 4 people register, therefore a projected figure of between 10,000 – 12,000 is more accurate. There are a total of 51 people with guide dogs in Northampton. 7.5. The Sensory Impairment Unit of Northamptonshire County Council indicate that within the postcode areas of NN1 –NN5 there are 635 Registered Blind people and 369 are partially sighted. The highest incidence of both of these are located in the postcode NN3.

7.6. The Sensory Impairment Unit of Northampton County Council indicate that there are approximately 90,000 people registered as having a hearing impairment in Northamptonshire although figures are estimated to be as high as 270,000. There are 14 people in Northamptonshire with hearing dogs.

8. Working with our Partners

8.1. We have been working in partnership with many organisations for a number of years and recognise the added value that this creates. We will ensure that disability equality remains a central element of future joint working arrangements. A training and development programme will underpin this Disability Equality Scheme.

9. Northampton Borough Council’s priorities

9.1. Northampton Borough Council has developed a draft Corporate Plan for 2007-2011. The Council’s 6 priorities are identified as:

1. Making Northampton a cleaner, safer and greener place to live
2. Investing in the planning and regeneration of the Town, providing economic development and growth. Listening to local people and providing the services they need
3. Delivering better basic services
4. Being an accessible and responsive council by listening to local people and providing the services they need
5. An increased community leadership role alongside our partners
6. Improving our performance as a council and to be fit for purpose by delivering our priorities for improvements:

- Improve our weakest services
- Improve our interaction with the public
- Improve partnerships to deliver better outcomes
- Ensure clear, decisive political leadership
- Strengthen our financial management
- Build management capacity to drive cultural change 9.2. Each priority will have its own aims, objectives, targets and outcomes. Departments will plan how they will meet their targets and deliver services to meet these identified priorities. The Borough Council’s approach is to mainstream activities across all services in order to ensure that people with any kind of disability are able to access and use services, and are not discriminated against, directly or indirectly, as a result of their disability.

9.3. We aim, in partnership with others, to deliver public services of consistently high quality and improve the quality of life and life chances of all our communities.

9.4. This Disability Equality Scheme will be delivered through all the Council’s priorities and will assist us to adopt and develop characteristics that will enable us to become an excellent provider of services and an employer of choice.

10. Monitoring, reviewing and publishing the results

10.1. Monitoring of the Disability Equalities Scheme will be achieved through a Steering group. The membership will be:

a) Disabled service users b) Disabled employees c) Disabled people d) Portfolio Holder e) Councillors f) Senior Management representative

10.2. This group will meet quarterly to review progress against the action plan. Performance monitoring will also occur at a service level, and reported on at Quarterly Performance Review meetings where a panel of Councillors and Managers challenge and review progress and performance of services.

10.3. Northampton Borough Council will monitor and analyse policies, services, procedures and functions for any adverse impact on disability equality. This will be achieved through:

• Statistical analysis of monitoring data • Satisfaction surveys • Random or targeted surveys • Meetings, focus groups or other reference or consultation groups • Monitoring of Customer Feedback (comments, compliments and complaints) 10.4. We will use the findings of this monitoring to make any necessary changes to proposed policies, procedures or services.

10.5. Monitoring will be in keeping with Best Values Performance standards and arrangements will be developed and introduced to ensure that we effectively co-ordinate our monitoring role in line with our responsibilities under the Disability Equality Duty, and these are detailed in the Action Plan.

10.6. The Action Plan will be regularly reviewed and the results published on an annual basis in appropriate formats. The Scheme will undergo a full review in 2009.

10.7. The results of this monitoring will be published internally and externally. The way we publish the results may vary, for example some results will be published periodically within reports provided by individual services, others will be published on an annual basis.

10.8. The annual report will include an update on the Action Plan, and will also show what has changed as a result of involving disabled people.

10.9. We will inform the public and employees about this information through:

- The Council’s newsletter which is delivered to all homes in the Borough
- ‘Nb’ the Council’s briefing paper for employees
- Existing and new forums and groups
- Relevant voluntary organisations, community groups and representatives
- The Council’s website and intranet

11. **Equality Standard for Local Government**

11.1. In order to deliver our overall commitments on equality and diversity, the Council has adopted the Equality Standard for Local Government. The Equality Standard is not a legal requirement but is a framework through which local authorities can meet their legal obligations under anti-discrimination legislation.

11.2. The Equality Standard for Local Government sets out a generic ‘equality framework’ for local authorities to mainstream and audit equality of opportunity across all areas of the organisation and through which their statutory obligations in respect of anti-discrimination laws can be met. 11.3. It was developed through the joint co-operation of the Employers’ Organisation for Local Government, the Commission for Racial Equality, the Equal Opportunities Commission, the Disability Rights Commission and the Audit Commission. The level of achievement reached under that standard is a Best Value Performance Indicator in connection with the Audit Commissions’ CPA programme.

11.3. Through a five-level framework of performance the Equality Standard for Local Government acts as a guide towards achieving continuous improvement of the equalities field. Targets applicable to each level need to be achieved before an authority can move onto the next level.

11.4. Northampton Borough Council has achieved Level One. This means that a commitment has been made to developing a comprehensive equality policy, covering employment and pay, service planning and delivery, and procurement.

11.5. Northampton Borough Council is currently working to achieve Level Two. To achieve this Standard the Council must engage in a process of assessment and consultation around the impact of services on local groups, the findings of which must be made public. In addition to this it is required to develop employment and procurement strategies. The target date for achieving this Standard is March 2007.

12. Implementation of the Disability Equality Scheme

12.1. This Disability Equality Scheme is based on the six core areas, which form the basis of the Disability Equality Duty. The six areas are:

1. Eliminate unlawful discrimination
2. Eliminate unlawful harassment
3. Promote equality of opportunity between disabled people and non-disabled people
4. Take steps to take account of disabled people’s disabilities, even where that involves treating disabled people more favourably than non-disabled people.
5. Promote positive attitudes towards disabled people
6. Encourage disabled people to participate in public life

12.2. The attached Action Plan details the steps we are taking to implement this Scheme. The detail and progress will be reviewed and amended accordingly through existing performance monitoring on a quarterly basis in each service area and the Disability Equality Steering Group.

## Disability Equality Scheme Action Plan 2006 – 2009

| Objective | Action(s) | Outcome/PI | Action By | Projected Timescale | |-----------|-----------|------------|-----------|--------------------| | 1. Eliminate discrimination that is unlawful under the Disability Discrimination Act | | | | | | 1.1 Encourage disabled people to apply for jobs at all levels | Advertise in publications relevant to disabled people | Review current practice and improve where necessary and appropriate | Corporate Manager (Human Resources) | March 2007 | | | State on job advertisements that applications are welcomed from disabled people | Increase in number of disabled people applying for jobs | | January 2007 | | | Interviews guaranteed to disabled people who meet minimum requirements required for position applied for | | | | | Objective | Action(s) | Outcome/PI | Action By | Timescale | |-----------|-----------|------------|-----------|-----------| | 1.2 | Raise awareness regarding disabled people’s needs for attendance at interviews and at meetings | More accessible meetings will encourage disabled people to engage with NBC | Corporate Manager (Human Resources) | Reasonable adjustments at interview already requested and implemented. | | | Ensure regular maintenance and replacement programme for facilities | Accessible meetings checklist developed and ready for circulation | Health Wellbeing and Access Team Leader | Accessible Meetings document circulated to all employees and published on Intranet by March 2007 | | | Develop facilities available list and raise awareness with employees | | Facilities Management | Facilities list to be produced by March 2008 | | 1.3 | Monitor our Complaints, Compliments and Comments Procedure with reference to disability. | Complaints monitored to identify and eradicate discriminatory behaviour | Corporate Manager (Human Resources) | By December 2008 | | | Monitor Grievance and Disciplinary cases with reference to disability | Non-discriminatory Employment practices | | | | Objective | Action(s) | Outcome/PI | Action By | Timescale | |-----------|-----------|------------|-----------|-----------| | 1.4 Ensure Council employees and Councillors have adequate knowledge of what constitutes unlawful discrimination | Review, strengthen and develop disability equality and awareness training for members and employees. Evaluate equality-training programme on an annual basis and make necessary changes. | Increased staff and member awareness of the Council’s commitment to eliminate discrimination. Training takes account of new developments in the field of discrimination. | Corporate Manager (Human Resources) Corporate Manager (Governance) | By March 2007. |

2. Eliminate harassment of disabled people that is related to their disability

| 2.1 Raise awareness of what constitutes harassment of disabled people | Communicate with employees of the Council via the intranet, core brief, workshops, bulletins etc. Develop training programme for front line officers and managers. Develop publicity material and make information available in the Customer Service Centre and all Council-owned premises. | Increased awareness and understanding by employees. Key staff fully trained to recognise harassment. Increased awareness and understanding by the general public | Corporate Manager (Human Resources) Customer Access Manager Team Leaders | By June 2007 By June 2007 By June 2007 | | Objective | Action(s) | Outcome/PI | Action By | Timescale | |-----------|-----------|------------|-----------|-----------| | 2.3 | Encourage specific use of facilities for disabled people such as parking spaces/giving up seats etc | NBC to set a good example by raising awareness of the importance and use of such facilities and to work with partners to enforce use of facilities | Increased awareness and use of facilities | All Managers and Team Leaders | January 2007 | | 2.4 | Review internal harassment Policies | Carry out equality impact assessment on existing policy | A robust policy supporting disabled people and dealing with harassment on the grounds of disability | Corporate Manager (Human Resources) | December 2006 | | 2.5 | Develop awards scheme for external service providers to reward good practice | Work with partners to develop and implement a good practice award scheme. | Awards scheme implemented and first awards made | Corporate Manager (Customer Services) | June 2008 | | | | | | Health Wellbeing and Access Team Leader | | | | | | | Kettering & Wellingborough Borough Councils | | | Objective | Action(s) | Outcome/PI | Action By | Timescale | |-----------|-----------|------------|-----------|-----------| | 3. Promote equality of opportunity between disabled people and other people | | | | | | 3.1 Raise awareness of disability issues and discrimination experienced by disabled people and their families and friends | Publicise scheme etc | Raise awareness | Health Wellbeing and Access Team Leader and Communications Manager | Ongoing from December 2006 | | | Training and education to minimise poor attitudes | Reductions in complaints relating to disability discrimination | People Development Manager | All front line staff trained by December 2007 | | | In-house disability awareness/equalities training for all employees and Councillors | Well informed employees able to provide a better service to our customers | Corporate Manager (Customer Services) | All staff trained by December 2008 | | 3.2 Encourage and promote diversity within our workforce and the democratic process | Councillors can be encouraged to disclose their disability through Political Group Leaders and Councillor training | Increased awareness within the political parties of disability issues | Leader of the Council Group Leaders Councillors with disabilities | Following 2007 Elections | | | HR report monthly on Disability statistics | An inclusive environmental culture and increase in the number of employees who feel safe and comfortable | Corporate Manager (Human Resources) | Continuing monthly monitoring of statistics relating to disability | | Objective | Action(s) | Outcome/PI | Action By | Timescale | |-----------|-----------|------------|-----------|-----------| | 3.4 Involve disabled people more | Customer Panel | Increase in the number of disabled employees and customers being involved and willing to participate in consultation exercises | All Corporate Managers | As per Consultation Strategy | | | Forum Meetings | | | From April 2007 | | | Customer Research | | | | | | Exit Surveys | | | | | | Customer Satisfaction Surveys | | | | | | Customer Feedback | | | | | | • Listening | | | | | | • Action | | | | | | • Service Improvements | | | | | | Service Plans | | | | | Objective | Action(s) | Outcome/PI | Action By | Timescale | |-----------|-----------|------------|-----------|-----------| | 3.5 Ensure we have accessible services and Public buildings. | Continue to comply with all appropriate legislative requirements for building accessibility for all NBC buildings to which the public have access. Ensure public facing services are aware of disabled peoples needs and can respond accordingly. Re-circulate Accessible Information leaflet to all employees and ensure publication on Intranet by March 2007. Explore purchase and implementation of Textbox and Video Interpreting. Ensure resources are available to continue access improvements and reviews. | A more inclusive environment BVPI 156 (Disabled Access to Public Buildings) Ensure employees are aware of the barriers faced by disabled people and can act to remove those barriers e.g. Textbox, Video Interpreting. | Health Wellbeing and Access Team Leader Corporate Manager (Customer Services) | Commenced 2001 – ongoing Currently 90% | | Objective | Action(s) | Outcome/PI | Action By | Timescale | |-----------|-----------|------------|-----------|-----------| | 3.7 Review Disability Equality Scheme | To update scheme in line with any change to legislation or other key criteria. Quarterly monitoring | New scheme produced by December 2009 | Health Wellbeing and Access Team Leader Corporate Manager (Customer Services) | By Dec 2009 |

4. Take steps to meet disabled people’s needs, even if this requires more favourable treatment

| 4.1 Monitor performance – BVPI’s | Publish performance statistics Action taken to improve performance | Relevant BVPI’s KPI’s etc | Corporate Manager (Performance and Improvement) | January 2007 | | 4.2 Identify and promote specific facilities and services which are provided for disabled people | Use communication channels to promote specific facilities to disabled people and disability organisations | Improved customer satisfaction of disabled people | All Managers and Team Leaders | December 2007 | | 4.3 To demonstrate commitment to the disability symbol | Maintain the employment ‘two ticks’ ‘Positive about Disabled People’ disability | To retain the use of the symbol and to carry out improvements where | Corporate Manager (Human Resources) | March 2007 | | Objective | Action(s) | Outcome/PI | Action By | Timescale | |-----------|-----------|------------|-----------|-----------| | 5. Promote positive attitudes towards disabled people | | | | | | 5.1 Promote disability awareness through our use of the media both internally and externally | Promoting special articles regarding disability and access awareness e.g. A Boards as well as promoting examples of good practice | Quarterly articles promoting positive images of disability and raising awareness of disability related and access issues | Communications Manager | Some articles/issues already promoted. Repeat article regarding Christmas Shopping displays Dec 2006, thereafter quarterly. | | 5.2 Raise staff awareness and ensure commitment throughout the organisation of the duty and requirements of the Act | Production, publication and dissemination (including Intranet) of DDA 2005 information sheet | As employee awareness increases complaints regarding direct and indirect discrimination should decrease. Disabled customers should feel greater customer satisfaction. | Corporate Manager Customer Services Health Wellbeing and Access Team Leader | March 2007 | | 5.3 Carry out equality impact assessments on policies and services | As part of the Corporate Equalities Plan to begin to prioritise and carry out impact assessments on policies (and then services) | Increased number of policies that have been assessed. Reviewed, updated and robust policies which | Corporate Manager Performance and Improvement Policy Team Leader | December 2008 | | Objective | Action(s) | Outcome/PI | Action By | Timescale | |-----------|-----------|------------|-----------|-----------| | 6. Encourage participation by disabled people in public life | 6.1 Raise awareness of opportunities available to disabled people e.g. positions such as school governors, councillors etc. | Work with disability organisations and partners to promote opportunities for participation in public life | Increased awareness and monitoring of take up of opportunities by disabled people | Communications Manager, Corporate Manager (Customer Services) | December 2009 |